HR Business Partner

Planet Fitness-United Fitness Partners•Midwest City, OK

1d•Remote

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, partnering to drive organizational effectiveness, talent development, employee engagement, and business performance. The role provides guidance on workforce planning, leadership coaching, teammate relations, change management, and compliance while aligning people strategies with business objectives. The HRBP acts as a trusted consultant to leaders, helping build high-performing teams and a positive workplace culture that supports company success. This position supports regional and district leadership and works closely with field operations, field leadership, Support Center leaders, and vendors. The role is remote, full-time, and exempt, and reports to the Director of Human Resources. Travel may be required as needed to support business operations, leadership development, and team initiatives.

Requirements

2–3 years of Human Resources Business Partner experience supporting multi-unit or multi-location operations.
Experience partnering with business leaders to drive talent, engagement, employee relations, and organizational effectiveness initiatives.
Working knowledge of state and federal HR laws, regulations, and requirements, including ERISA, EEO, FMLA and other leaves, ADA, Workers’ Compensation, COBRA, and Wage & Hour.
Ability to influence, coach, and build strong relationships with leaders at all levels of the organization.
Strong analytical, problem-solving, and decision-making skills, including the ability to translate data into actionable business recommendations.
Excellent communication, presentation, and facilitation skills.
Willingness to build processes, tools, and programs from the ground up.
Willingness and ability to travel as needed to support business operations, leadership development, and team initiatives.
Ability to work effectively both independently and collaboratively.
Bachelor’s degree in Human Resources, Business Administration, or a related field.

Nice To Haves

HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.

Responsibilities

Serve as a strategic partner to regional and district leadership, providing guidance, coaching, and consultation on people-related business decisions.
Partner with business leaders to develop and execute workforce strategies that support operational objectives, organizational growth, and talent needs.
Participate in leadership meetings to identify, assess, and address the implications of business initiatives and decisions.
Analyze workforce trends, diagnose organizational challenges, identify root causes, and recommend actionable HR solutions to improve business performance.
Build partnerships across field operations and corporate support functions to align and execute business and people strategies.
Coach and develop leaders to strengthen leadership effectiveness, build high-performing teams, and enhance employee engagement.
Advise leaders on talent management, including workforce planning, succession planning, talent assessment, organizational design, bench strength development, and retention strategies.
Monitor organizational culture, teammate engagement, and workforce trends, and recommend initiatives to support a positive and productive work environment.
Lead and support change management initiatives by guiding leaders through organizational changes and promoting adoption of new processes and programs.
Serve as a trusted advisor and subject matter expert on HR programs, employment practices, and company initiatives.
Interpret and apply company policies and employment laws to ensure compliance with federal, state, and local regulations.
Partner with leadership on employee relations matters, performance management, corrective action, investigations, and teammate separations while ensuring consistency, fairness, and risk mitigation.
Use data and analytics to identify trends, measure effectiveness, and inform business and people decisions.
Maintain confidentiality when handling sensitive employee, organizational, and business information.
Champion company culture and values by fostering an inclusive, respectful, and high-performance work environment.
Support recruiting, compensation, benefits, performance management, learning and development, and other HR programs as needed.